Our Blog

Feedback  is  the  most  critical  tool  of  performance  management.  Correct  feedback  improves  employees’  performance  and  helps them  progress  towards  their  goals.

Everyone needs to know in a timely manner how they’re performing. Every manager  needs to  give  the  feedback and every employee has  a legitimate  right  to  receive  a  constructive feedback. 

Giving a constructive feedback is an art and also a structured process. Given below  are some time tested tips for giving effective constructive feedback.

  • Focus  on  what  is  happening  /  what  is  the  problem?  Talk  about  the  problem.  Avoid  talking  about  the  employee  as  an  individual  and  his  personal  behavior.  Say what you have observed as problem, and not what did you feel.
  • Agree  with  the  employee  on  what  has  happened.  Give  specific,  real  and  factually observed examples with data to help him / her agree on what problem  has  happened  /  happening.  Factual  information  enhances  the  quality  of feedback many folds.
  • Always  convey  the  consequences.  In  the  absence  of  consequences  the  employee  might  not  be  able  to  understand  the  seriousness  of  issue  or  perspective / reasons behind your feedback.
  • Explore  the  solution of  problem  along  with  employee.  Avoid  enforcing  your  solutions  and  suggestion.  If  he  /  she  come  up  with  solutions,  chances  of  implementation and improvement are the best.
  • Join  hands  with  employee  in  solving  the  issue  and  improving  the  situation. Support  the  employee in  developing  the  action  plan.  Give him  a  feel  that  you  teamed up with him/ her for problem resolution.
  • Plan for a review of action plan implementation. Set a time and date for review  and explore the progress. Make sure that review happens at the scheduled time.
  • Give  feedback  timely,  as  close  to  the  event as  possible. The time  delays  only  reduce  the  seriousness  and  give  employee  an  opportunity  to  come  up  with  excuses.
  • Give negative feedback individually in private. Positive feedback must be given  with specific quotation / examples. Don’t simply say, “Good job done”. One can  give positive feedback publicly in front of other employees.
  • Use  feedback  as  an  opportunity  to  improve.  Constantly  look  forward  to  improvement.  Don’t  over  kill  by  too much of  negative  talk.  A  feedback  without  action plan for improvement is only a de-motivating, poor criticism.



Rakesh Sharma

So, what do you think ?

You must be logged in to post a comment.

Competency building | Leadership development | Managerial Effectiveness | Personality development & Grooming | Life Goal Achievement | Train the trainer | Executive Coaching